Training evaluation resources

This page relates to the “How to create an effective training evaluation strategy” with Merle Van Der Voorde.

Evaluation strategy

This table shows the percentage of activity that is evaluated at each level, and what can be measured, and how it can be measured (instruments).



How many evaluations at this level?

What can be measured?

to measure

Pleasure (reaction)



  • Satisfaction students and teachers
  • Relevance and applicability intervention
  • Intention to apply
  • Questionnaires
  • Debrief with student
Potential (learning) 60%
  • Knowledge, skills, attitude (competences)
  • Confidence in how to apply
  • Knowledge tests
  • Assessments
  • Case assignments
  • Role play
  • Questionnaires
Performance (behavior) 30%
  • Improvement working behavior
  • Frequence and success in application
  • Barriers and enablers in application
  • Work on sample tests
  • Competence test
  • 360 degrees feedback
  • Mystery shopping
  • Interviews
  • Observations
Productivity (results) 10%
  • Productivity in quality
  • Income, time, efficiency
  • Client satisfaction
  • Involvement employee
  • Source study on data: volume of business, profit, absenteeism, client satisfaction, complaint rate, worker satisfaction, stock, etc.
  • Focus groups
Profitability (return on investment) 5%
  • Cost/assets
  • ROI %
  • Time of cost recovery
  • Financial and management information systems
  • Sales registry systems
  • Realisation of KPIs in balanced score cards


The V model

Evaluation V model

Source: ROI Navigator